I'd like to know who's going to sell it to the small employer.
British Gas absorb the cost. Not many other firms can do so.
And the day is going to come when it's a question on the New Employee Application Form, and until we've got the same rights as a pregnant woman, who knows she is but won't tell the future employer until after the contract is signed, that's going to affect recruitment.
fivetodo - we've already done MATTs and what they involve to death - I think msr was wondering how and when TA Regs would be changed to allow for them... I have seen one paper that says "TA Regs will be revised to allow for this" but I have no idea who/how/when....
Don't assume that working for a big employer protects you. As I found out to my cost, there is a very large gap between the encouraging noises uttered by the board and the line manager who is adversely affected by your absence and who will benefit by using creative methods to remove the TA liability from his team.
And - if my colleagues are to be believed - it is already a bar to recruitment in some firms and promotion in others. I recently had an interview for a medium sized defence firm and they felt themselves supportive in that they permitted you to be a member. Annual camp came out of my holiday entitlement of course, after all it was something I wished to do. And the sad thing is that by todays standards they are more supportive than most.
The point is not the content of the various changes. The iss ue is who is writing all of this up to be included within TA Regs on the advent of rebalancing or when the various elements start to take effect?
Without TA Regs being up to date, it is almost impossible to command a sub unit, recruit or, more importantly, retain.
Would a business change it's processes on the Monday and then write them up the following month?